T H E 1 2 T H U Case Study N I T E ECOLAB WORKFORCE & ORGANIZATION D N A T I O N S G Leveraging technology and L O B expertise to enable circularityINVEST IN THE MENTAL AND A UN Global Compact annual survey, 83% of L C PHYSICAL HEALTH OF EMPLOYEES O companies surveyed noted that gender equality M P A Ecolab, the global leader in water, hygiene, Part of building a resilient workforce today was embedded in their corporate sustainability C T - and infection prevention solutions and services, strategy. Rohit Kapoor, Vice Chairman & CEO A is addressing the mental and physical health C C is helping companies leverage the power of E needs of employees. More than half (58%) of of EXL, shares, “The more diverse candidates N T U water to respond to climate change, water CEOs are offering physical and/or mental health we can attract, the more we are seen as a good R scarcity and the energy crisis, while also E C resources to their workforce in response to home for diverse candidates.” E advancing sustainable profitable growth. O S global challenges, with this number increasing T U D to 71% for CEOs of large companies. As Royal Attracting and engaging a representative Y Water must be moved, heated, cooled and DSM’s Co-CEO and Member of the Managing workforce also helps build ties with the treated to be fit for commercial use, all of Board, Geraldine Matchett, says, “We prioritized community, which contributes to resilience in which require energy. Ecolab Water for physical safety and resilience. However, we now the long run. As Viviane Martins, CEO of Falconi, Climate™ is a program that helps companies realize that we need to also look at psychological says, “Not only do our team members expect us save water and energy—ultimately reducing safety and mental resilience. Strategies beyond to do concrete things to improve our diversity and greenhouse gas emissions and costs. the regular inclusion and diversity agenda are inclusion polices and plans, but our customers The program provides holistic solutions needed to remain resilient.” expect this as well. The people we are recruiting including auditing, consulting, engineering, also look to our practices and our diversity and advanced chemistries and digital technologies Taking these actions not only strengthens the inclusion (D&I) policies.” that support water reduction, re-use, and current employee base, but also helps attract recycling strategies across an enterprise. top-tier talent in today’s discerning market. To fully benefit from having a diverse workforce, Carlos Roberto Rojas Aboumrad, CEO of Grupo leaders must also be willing to adopt an open By gathering data, improving water use and Rotoplas S.A.B. de C.V., adds, “Today, it’s very mindset, embracing ideas regardless of origin, quantifying the impact on energy, greenhouse important to consider the wellbeing of your especially when it comes to sustainability. As gas emissions and the bottom line, Ecolab workforce, which requires a lot of empathy Lorenzo Simonelli, Chairman & CEO of Baker customers can advance their climate and from leadership.” Hughes, notes, “As a CEO, as a leader, one of your business goals all at once. In fact, Ecolab key traits must be a willingness to learn, and be has helped many companies achieve their BUILD AND ENGAGE A open to feedback. And sustainability is one of the net zero goals through more efficient water REPRESENTATIVE WORKFORCE key areas that you have to learn about these days, management, saving 215 billion gallons and you have to be open to the feedback.” Noke of water and 3.6 million metric tons of Building a representative workforce, inclusive of Kiroyan, Executive Chairman & Chief Consultant greenhouse gas emissions last year alone.different genders, ethnicities, and backgrounds, of PT Komunikasi Kinerja (Kiroyan Partners), is key for companies to attract the best talent adds, “We have to constantly listen to what our as well as cultivate the most innovative ideas. team members say. A company that imposes However, recruiting a diverse workforce is top-down measures is doomed to fail.” This not enough – companies must engage their learning mindset and open communication is employees in problem-solving and solutions, to not only key for innovation, but also resilience. reap the benefits of having diverse experiences As Marika Lulay, CEO of GFT Technologies SE, and thoughts at the table. In our 2021 CEO shares, “Including employees in conversations is a Study, Climate Leadership in the Eleventh Hour, matter of resilience. Leadership cannot anticipate 76% of CEOs said that they were building a everything: therefore, by including employees, representative workforce in the communities you strengthen your ability to brainstorm and where they operate. Furthermore, in this year’s identify promising ideas and potential risks.” 66 67